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It can be daunting just thinking about creating a Planned Giving program from scratch, especially with all the responsibilities and tasks you are juggling at any particular time.  However, don't let the immediate get in the way of the important!

Why is planned giving important?  During the next 20 years, more than $50 TRILLION will be transferred from one generation to the next.  If your school is not in the planned giving business, you will miss out on the transforming gifts that will ensure the future of your institution.

So don't wait – get in the game now! How?  Take these three easy steps:

Commit: Make the decision TODAY that Planned Giving is part of your Advancement operation.  Not tomorrow, not next week – Today!  The Chinese proverb, “A journey of a thousand miles begins with a single step” is true.  Start your Planned Giving journey today.

Establish: The first tangible step of that journey is to establish a Planned Giving Legacy Society to honor those individuals who have made the ultimate commitment to your mission by including the school in their estate plans.  (Don’t know if anyone has made that commitment? No worries. We can work to find out who has!)

Share the News: Let the world (or at least your constituents) know that you have a Planned Giving Legacy Society.  Not only will it warm the hearts of those who are members, but it will inspire and motivate others.  If people don’t know your school is in the Planned Giving business, they won’t know you accept planned gifts, and will look elsewhere to direct their philanthropic support.  Makes sense, huh?

It’s that simple, so don’t wait.  Get in the Planned Giving game now!

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Whether today is your first day in the Planned Giving Business or you would like to take your current program to the next level, Partners In Mission is here to help.  Our Planned Giving experts are available to provide on-going advice and counsel, provide workshops for Boards and volunteers, conduct seminars for staff and administration or offer assistance in any way. 

Let us know how we can help!

A well-trained admissions ambassador team can be a powerful asset to your school. These student leaders can provide prospective students with a personalized, authentic view of campus life. How can you create and train an effective admissions ambassador team at your institution?

Recruitment and Selection

1. Look for students who are passionate about your institution, have strong communication skills, and are comfortable interacting with people from diverse backgrounds. Students involved in various school activities will broaden their ability to connect with different prospective students.
2. Utilize Existing Networks: Leverage student organizations and academic departments to find potential candidates.
3. Interview the students you think will best represent your school. Ask questions to assess their enthusiasm and knowledge of the school and ensure they will be a positive reflection of it.

Training and Development

1. Orientation: Provide a comprehensive overview of the school’s history, mission, and Catholic values.
2. Campus Tours: Train ambassadors on the key points to highlight during campus tours, such as academic buildings, dining facilities, recreational areas, and any aspects that set your school apart. 
3. Shadowing: Prepare ambassadors to host shadow students effectively, including how to answer questions, provide guidance, and create a welcoming environment. 
4. Mentoring: Assign experienced ambassadors to mentor new team members.

Putting it into action. 

Once you learn about your shadow students, pair them with an ambassador who shares their interests to help foster a deeper connection to your school.

Regularly check in with ambassadors and shadow students to identify areas for improvement.

Tips for Success

• Provide Clear Expectations: Clearly communicate the roles and responsibilities of admissions ambassadors.
• Offer Incentives: Recognize and reward ambassadors for their contributions, such as certificates, scholarships, or special privileges.
• Encourage Authenticity: Encourage ambassadors to be themselves and share their personal experiences.

You can create a highly effective admissions ambassador team that will help attract and enroll top-quality students.

The pyramid of giving is a foundational concept in fundraising, visualizing the donor base as a pyramid with different levels of support. At the base of the pyramid is the broadest group, typically consisting of annual fund donors who provide essential ongoing support. As one moves up the pyramid, the donor base narrows, with each successive level representing larger and more committed donors. These levels include major gift donors who contribute substantial amounts, planned giving donors who make estate or planned gifts, and, at the pinnacle, principal gift donors who provide transformative contributions.

Understanding the pyramid of giving is crucial for developing a comprehensive fundraising strategy. By identifying and cultivating donors at each level, organizations can build a sustainable revenue stream. This requires a multifaceted approach that includes cultivating relationships with current donors, identifying potential major gift donors, and educating supporters about planned giving options.

Building a strong foundation at the base of the pyramid is essential for long-term fundraising success. A robust annual fund provides a consistent revenue stream and helps to cultivate a culture of philanthropy. As the foundation grows, it becomes easier to identify and cultivate donors at higher levels of the pyramid. By strategically engaging donors at all levels, organizations can create a diverse and resilient donor base that supports their mission for years to come.
 

 

As advancement professionals in Catholic education, we know that our success hinges on more than just fundraising totals—it’s about building a vibrant, engaged community that supports the mission of our schools.

One of the most powerful yet often underutilized assets in our schools is the active involvement of parents. Whether they contribute full or partial tuition is secondary; their most valuable contribution is entrusting us with their children. This trust and faith they place in us deserve immediate recognition and response. We should actively engage and warmly welcome new parents into our community from the very start.

Why Parent Engagement Matters

1. Strengthening Community Bonds
   Parent engagement goes beyond participation—it’s about building relationships and creating a sense of belonging within the school community. When parents are involved, they feel more connected to the school’s mission and values, which in turn deepens their commitment to our initiatives. Engaged parents are more likely to become long-term supporters, advocates, and ambassadors for our school.
    
2. Enhancing Student Outcomes
   The link between parent involvement and student success is well-documented. Parents who are engaged in the school community tend to be more invested in their child’s education, which can lead to better academic, social, and emotional outcomes. As advancement professionals, we can leverage this dynamic to not only support our fundraising goals but to also contribute to the overall success of our students.
    
3. Expanding Support for School Initiatives
   An engaged parent body is often more willing to support a wide range of school initiatives, from capital campaigns to annual fund drives. When parents feel they are an integral part of the school’s mission, they are more likely to contribute their time, talents, and financial resources. Cultivating this sense of ownership is key to sustaining and growing our advancement efforts.

 

Strategies for Engaging

New ParentsAs advancement professionals, our role includes welcoming and integrating new parents into the school community. Here are some strategies to help them feel valued and connected from the start:

1. Create Welcoming Opportunities Early On
   Start engaging new parents before the school year even begins. Host welcome events, orientation sessions, or small gatherings that allow them to meet key school personnel and other parents. Early positive experiences can set the tone for ongoing involvement.
    
2. Communicate Clearly and Often
   Clear, consistent communication is critical. Regularly update new parents on school events, volunteer opportunities, and ways they can get involved. Personalized invitations to participate in specific activities can be particularly effective in encouraging engagement.
    
3. Offer Diverse Involvement Opportunities
   Not all parents have the same amount of time or resources to contribute, so offer a variety of ways for them to get involved. Whether it’s joining a committee, volunteering for an event, or simply attending school functions, providing options that fit different schedules and interests will help more parents find their place within the community.
    
4. Leverage Existing Parent Leaders
   Existing parent leaders can be powerful allies in engaging new families. Encourage these leaders to reach out to new parents, share their experiences, and invite them to participate in school activities. Peer-to-peer connections often feel more approachable and less intimidating.
    
5. Highlight the Impact of Parent Engagement
   Regularly share stories and examples of how parent involvement has positively impacted the school. Whether it’s through newsletters, social media, or school events, showcasing the tangible benefits of engagement can inspire new parents to get involved.

Lastly, remember parents remain important stakeholders even after their children graduate.  Current parents become parents of alumni, never “past parents.”  Engaged parents stay engaged and will invest long beyond their own child’s graduation if they are part of our community.

 

It’s the start of the school year! Need Volunteers?
How to Get the Rights Ones, Manage Them and Keep Them

Volunteers stay with organizations where they feel needed, valued and supported. "Involvement leads to Investment."

What is the motivation for people to take their time, money and talent to become involved? Understanding "why" people volunteer is key to getting the right volunteers for your school and keeping them.

There are three levels of motivation:

1. Basic level - Self-serving drive: Helping others boosts self-esteem and fosters a sense of self-worth. Inviting an alum to speak at Career Day or a young alum to join the Alumni Board strengthens their resume and keeps them connected to your school.
2. Secondary level - Relational drive: Volunteering encourages both new and current parents or alums to actively engage with the school community. This fosters a sense of ownership and connection, contributing to increased support and involvement.
3. Highest Level—Belief Drive/Mission—The top motivation for volunteering is a strong desire to support your school and belief in its mission. Board members, alumni, and parent leaders are driven by their deep commitment to your mission.

Recruit at all three levels – we can use each kind of motivation to enlist volunteers.

Six Deadly Sins of Recruiting Volunteers

1. Expect announcements to get volunteers. People want to be asked.
2. Go it alone. Get a team involved to brainstorm possible people to fill positions and identify the best person to contact the volunteer.
3. Recruit life-time volunteers.
   • Volunteers are more likely to say yes to a short-term commitment with an end date.
   • Volunteers will have the opportunity to catch the "vision" and "mission" of your school.
   • Leaders become mentors for future passion-driven teams.
4. Assuming that "no" means never - timing is everything.
5. Fall into the "filling the spot" trap.Most times, the spot is better left empty than filled with the wrong person who does nothing, does not have the skills for the position, or is high maintenance.
6. Be people driven rather than position driven.
   • Think "position."
   • Ask "what positions do I need to accomplish this mission? What do I want the team members to do?"
   • Look for people who can fill the positions.

Keys to Success - the 21st Century Volunteer

• Develop a list of volunteer positions.
• Be Flexible.
• Develop position descriptions for each position.
• Interview each potential candidate individually.
• If you have a person in mind who would be a great "volunteer," don't hesitate to reach out to them and ask them.

Support, Supervision and Retention

• Identify one or more staff members to manage volunteers.
• Ensure that the volunteers have the resources they need for success – direct supervision may be needed for complex projects.
• Provide support during challenging times.
• Listen and affirm.
• Communicate.

Study after study has shown that volunteers stay with an organization where they feel needed, valued, and supported.

Motivation and Recognition

1. Motivation: Knowing what motivates a person to get involved in the first place helps determine how to keep them involved.
2. Recognition: Everyone likes to be thanked. Volunteers give their invaluable time!

Ask volunteers how they would like to be recognized – that way, everyone is thanked in a way that is meaningful to them. Some people like to remain anonymous and never want to be acknowledged in front of a big group where others enjoy being part of a big thank you event.